Managing Director
Sanjay Patro
Training And Mentoring, Education Promotion,
Hr Manager@country Inn & Suites By Carlson,
Director Of Company
Freelance Consultant
Assistant Manager Hr
Poovendree Govender
Training And Development
Personnel Officer
Sagala Amarnath
Manager - Human Resources
Hr Trainer
Nana Yaw Amaka-Otchere
Assistant Manager, Human Resource
+4 Others

Dear seniors & friends
can you please clarify about the training need analysis, is it to be indentified by Department heads or HR professionals and please let me know how to identify.
Expecting your reply
Muthu r
2nd October 2008 From India, Madras
Dear Muthu
The Hr professional needs to undertake a training needs analysis to identify the shortcomings and gaps that exist in an employee.
The gaps identifed will be the areas of development in terms of training and development.
Please send me your e-mail address so that I can e-mail your the training need analysis template.
2nd October 2008 From South Africa, Johannesburg
Training Needs Analysis is the first step of HRD. To be effective HRD must be based on the goals to be achieved by the company and the skills needed by various employees to achieve the short and long-term goals. Once these skills are identified, the current skills levels need to measured and then a training/learning facilitation program drawn up to bridge the gap. Trainers need to be aware of Theories of adult learning and employees made aware of life-long learning in order to make Learning a mutually beneficial exercise.
3rd October 2008
The training need identification is a process to be undertaken by both HOD and HR professionals. 4-Q Toyotal model is very good model. You may try it.
3rd October 2008 From India, Jamshedpur
Please find attached, E-Book on "How To Identify Your Organization’s Training Needs". Hope it will be useful.
3rd October 2008 From India, Hyderabad

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training need analysis is the responsibility of the line manager/departmental head. the hr professional however helps the line managers to do it properly. the steps are quite simple.
1. determine the targets/goals/objectives (TGOs) of the organisation, reduce it into departmental TGOs and sectional and individual TGOs
2. determine the skill sets needed to ensure that the targets are met
3. measure the current skill sets of your employees agaist the needed skills
4. if there are any gaps then the training needs are confirmed
5. the line manager should also review employee's performance against TGOs set and if there are any shortfalls attributed to the skill sets of the employee then a training need is established.
6. the appropriate training to bridge the gap is then given.
NB: it's a cycle that only ends when the employee is retired
3rd October 2008
Hello Muthu. To answer your question, there are a variety of options for conducting the TNA. These range from department heads doing it on their own to HR professionals doing it on their own to both doing it together collaboratively. My advice for maximum effectiveness and buy-in by managers is for the HR department to develop the TNA process, tools and templates (that is, the TNA system) for managers to use. Along with this should go the necessary training for managers in how to identify what problems can be solved by training and in how to identify skill gaps.

My training needs analysis page at http://www.businessperform.com/html/..._analysis.html outlines three scenarios in which TNAs need to be conducted. This page also shows a training needs analysis questionnaire template that you can use. I trust you find this useful.

Les Allan
Author: From Training to Enhanced Workplace Performance
4th October 2008 From Australia, Glen Waverley
Dear poovendree This is Ashish singh ,working as aExe.H.R. Can u send me "Sample of Training Identification Need" Regards Ashish Singh
4th October 2008 From India, New Delhi
Poovendree - I would be happy to have a copy of what format is in circulation through you to enhance my knowledge sa well.
Meanwhile I am also happy to share some material which we have collated from various sources and ahave adapted it for our own use. We do circulate this for our clients consumption free of charge.
There maybe some of you who might find this useful. Either ways I would appreciate comments on the utility of this document. I can be reached on OR 0120 - 4331536.
I also would take this opportunity to inform all my friends in this forum of our upcoming Train The Trainer (Beginers level) open house training program. To know more about the program contents please click here <link no longer exists - removed>
For more information email or call us. Also FEEL FREE TO DISCUSS ANY TRAINING RELATED QUERIES. I am happy to mentor newcomers in this field.
Cheers !!
4th October 2008 From India, Delhi

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Training Needs Identification is a pre-requisite to training need analysis. It tends to be a work flow driven exercise in mature organizations.

Training needs could pertain to technical/ professional knowledge, behavioral competencies (including management & leadership skills) & general awareness. Some of these needs can be defined by the employee him/ herself and audited by his/ her immediate boss, while the behavioral needs can be indicated better by the boss.

Some organizations use performance appraisal system to gather this information. A few others have elaborate systems for on-line collection & analysis of training needs. They deploy tools such as 'Training Management Information Systems' which collect the needs, carry out competency gap analysis, prepare development plans for all employees and also generate a Training Calendar for the organization. Such systems also provide a facility for nomination of employees on different programs included in the calendar (or on the external programs), collect & analyse employee feed back after training is completed & monitor that each employee undergoes training as per his/ her Development Plan. Training is tracked by the HR (Training Coordinator) by utilizing the tools available in the system and the system efficiency is continuously improved based on feed back collected from trainees as well as their immediate bosses.

Those interested to read more may open the relevant pages of 'EmpXtrack', an integrated human capital & talent management solution. For improvement in quality of their HR services, many organizations are already using the EmpXtrack platform.

B K Bhatia
4th October 2008 From India, Delhi
I oul suggest you viit www.businessform.com and raed the Kirkpatrick model for evalusing effectiveness of training programmes.You will get a pretty good idea of hat is required.In my opininon evaluation has o be done jointly bythe immediate supervisors with the assitance of HR as advisors.
4th October 2008
There are two sets of developmental needs for any employee. One set is behavioural where he may need to undergo training in team working, interpersonal behaviour, cross functional awareness, stress management etc. The other set is skill development training. This will be decided based on any identified deficiency in his present job and preparing him for future responsibilities in case the management has worked out his career planning.
Training needs should not be unilaterally decided by the boss but it should be discussed with the concerned employee and a consensus training needs package should be arrived at.
Since I have worked in a large corporate I know that this activity is often taken as a ritual (KHANA PURTI) and enough interest is not taken in arriving at the training needs and in some cases the training package is decided first (SQUARE HOLE) and then Candidates (ROUND PEGS) are frantically searched to attend the programme. In such cases money is wasted.
5th October 2008 From India, Vadodara
Herewith attaching the our monthly news letter on training need analysis. This we have published in last month. Kindly go through it and feel free to post it for further queries. As for as template concerned, it will be varying from organization to organization and process to process.
6th October 2008 From India, Pune
HI, Sorry in earlier reply i have not attached the file. Herewith attaching the same.
6th October 2008 From India, Pune

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TNA can not be done in isolation by the HR division. It has to be done with the line managers also, not necessarily with the Division head but yes with the immediate supervisor. Once you discuss the TNA with the immediate supervisior then it has to be verified and confirmed with the divisional head.
Other sources of TNA depend upon also on the industry you are working in?...like customer feedback or survey..regular refers on customer service if you are in the service or retail industry..and TNA varies depending upon the kind of grade you have in the organisation also...
hope this helps..cheers Meetali
6th October 2008 From India, Mumbai
I agree that HR will stsrt with TNI drive but the role of deptt. HOD is also important parallely that why training is required, whether any changes will made or not, what would be expectation from deptt. after training, whether the training and development is allign with business/company goal or not, how the training will give benefit to person, depatt.,company .......
6th October 2008 From India, Delhi
Dear Muthu R,
Training needs to be identified by heads but whole process needs to be taken care by hr team. Its basicaly mutual process where department/ process head recomand members for specific training and hr team leads further process.
Training branch of hr team can prepare a training calender in advance and can send to all departments and heads, so that accordingly they can reffer to their team members. This is for general routine training.
For specific traings, we can take help of monthly or quartely review meetings, where management or head of the department can suggest us to conduct specific trainings to bridge the gap to acheive the upcoming targets.
Varun R.
6th October 2008 From India, Gurgaon
Dear Mr.Muthu,
The analysis of Training needs and follow up action need to be well planned and executed.
This is the team work need to be done by all functional heads, HR professionals and in consultation with individuals concerned for whom the training is being planned.
The appropriate time for planning this activity is during appraisals and evaluation of perfromanance either at the time of completion of initial training and probation as applicable.
No doubt that HR has a role in this and need to be done in consultation with all concerned keeping in view of performance evaluation.
Sagala Amarnath
6th October 2008 From India, Bangalore
Training needs analysis is the first step in ensuring a ffective training delivery.
In my opinion,it should be first done by mployee himself or the immediate suprvisor or both by mutul discusion as o what is the individuals need wih reference to what the employee is epcted to contribute.The best exmple is when the copany introduces newpoducts and sles people are required to understand compltely about the product to effectively sell the product in the market.
6th October 2008
Dear All,
Hope this finds you in the best of times. I have an answer to all your questions for training needs analysis, testing of personality which would give you better and more accurate results, is cost effective and saves ample time in analysis and dealing with issues. This would be applicable for both organizations as a whole and individuals as well. The answer to all this is HANDWRITING ANALYSIS or in other words GRAPHOLOGY which is best suited than any other for anything that has to do with personality. We have senior persons who also conduct training and development workshops.
We effectively promote this. Do visit us at :: CURSIVE LOGIC :: and let me know if you would want us to help you in this regard. Thanks
Kind Regards,
Arun Castelino
5th November 2008 From India, Bangalore
hi arun,
i too have done a course on graphology. I know it can help u analyse a person's personality, what i don't understand is hw can you understand a person's training needs... :?:
if you could elaborate...
6th June 2009 From India, Pune
Taining need analysis /identificationi (TNI) identifed as follows, this is how i have drafted as per ISO 9000 department procedure ,we are implenting the TNI one year in advance(TNI for 2010-2011 is identifed in 2009-20010 at BHEL
By the boss for his subordinate
By the subordinate by himself
By the Hod for his department
By the ceo for his organisation
By the concerned deprtment head depending upont he function
based on the above need we freze annual training calendar, we do approximately 350 programe per year, this is avilable for all the employees in the month of april every year
Dr Sunderam
7th June 2009 From India, Hyderabad
hai every one,
if possible send me the details of any training with reference to any company in pharmaceutical sector.
1. training need analysis.
2. training design.
3. cost benefit analysis of any training by the company.
16th August 2009 From India, Hyderabad
hai everybody, wanna have the sample of training need analysis questionaire.Please assist me in this .I’m new in training department and need some tips also while doing the TNA and SOP’s.
18th October 2010 From Malaysia, Klang
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